| Lesson 2 |
| Question 1 | 5 / 5 points |
Which assessment method has a high-content validity?
Question options:
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| cognitive ability tests | ||
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| personality tests | ||
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| structured interviews | ||
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| job-knowledge tests | ||
| Question 2 | 5 / 5 points | ||
The framework for talent management includes __________.
Question options:
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| deciding what positions to fill | ||
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| building a pool of job candidates | ||
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| using selection tools such as tests and interviews | ||
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| all of the above | ||
| Question 3 | 5 / 5 points | ||
__________ is the process of deciding what positions the firm will have to fill.
Question options:
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| Recruitment | ||
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| Selection | ||
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| Workforce planning | ||
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| None of the above. | ||
| Question 4 | 5 / 5 points | ||
The process of making forecasts based on the ratio between some causal factor like sales volume and the number of employees required is called __________.
Question options:
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| ratio analysis | ||
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| trend analysis | ||
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| graphical analysis | ||
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| computer analysis | ||
| Question 5 | 5 / 5 points | ||
__________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.
Question options:
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| Job description | ||
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| Job specification | ||
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| Job analysis | ||
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| Job context | ||
| Question 6 | 5 / 5 points | ||
When a company decides on how to fill top executive positions, the process is called __________.
Question options:
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| employment planning | ||
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| succession planning | ||
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| selection | ||
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| testing | ||
| Question 7 | 0 / 5 points | ||
The first step in the validation process is to __________.
Question options:
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| choose the tests to measure attributes of job | ||
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| analyze the job | ||
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| administer tests | ||
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| cross-validate | ||
| Question 8 | 5 / 5 points | ||
A(n) __________ is a procedure designed to solicit information from a person's oral responses to oral inquiries.
Question options:
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| interview | ||
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| presentation | ||
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| prospectus | ||
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| invigilation | ||
| Question 9 | 5 / 5 points | ||
Hiring workers who have criminal backgrounds without proper safeguards is considered __________.
Question options:
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| improper hiring | ||
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| negligent hiring | ||
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| appropriate depending upon the job | ||
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| negligent intent | ||
| Question 10 | 5 / 5 points | ||
Consider the following question: "Suppose you saw a coworker who was not following standard work procedures. The coworker claimed that the new procedure was better. What would you do"? What type of question is this?
Question options:
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| background | ||
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| past behavior | ||
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| situational | ||
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| job knowledge | ||
| Question 11 | 5 / 5 points | ||
When planning for employment requirements, what must be forecasted?
Question options:
|
| personnel needs | ||
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| supply of inside candidates | ||
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| both A and B. | ||
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| neither A nor B. | ||
| Question 12 | 5 / 5 points | ||
A __________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.
Question options:
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| job specification | ||
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| job analysis | ||
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| job report | ||
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| job description | ||
| Question 13 | 5 / 5 points | ||
Jackie works as a nurse on temporary assignments for hospitals throughout the region on an as-needed basis. Jackie is __________.
Question options:
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| a contingent worker | ||
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| on job rotation | ||
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| using job enlargement | ||
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| none of the above | ||
| Question 14 | 5 / 5 points | ||
Information regarding job demands such as finger dexterity or conscientiousness is included in the information about __________ an HR specialist may collect during a job analysis.
Question options:
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| work activities | ||
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| human behaviors | ||
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| machines, tools, equipment, and work aids | ||
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| performance standards | ||
| Question 15 | 5 / 5 points | ||
Interviews should begin by __________.
Question options:
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| establishing rapport | ||
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| jumping right into the heart of the matter | ||
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| highlighting what the interview will be doing | ||
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| explaining the qualifications of the interviewer | ||
| Question 16 | 5 / 5 points | ||
Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?
Question options:
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| recruitment | ||
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| selection | ||
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| personnel planning | ||
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| interviewing | ||
| Question 17 | 5 / 5 points | ||
Once a firm has a pool of applicants, the first step in pre-screening is the __________.
Question options:
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| in-person interview | ||
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| on-site visit | ||
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| application form | ||
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| recommendation from recruiters | ||
| Question 18 | 5 / 5 points | ||
In a mass interview, a team of individuals interviews the candidate in a __________ fashion.
Question options:
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| serial | ||
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| sequential | ||
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| panel | ||
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| systematic | ||
| Question 19 | 5 / 5 points | ||
The information resulting from job analysis is used for writing __________.
Question options:
|
| job descriptions | ||
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| work activities | ||
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| work aids | ||
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| performance standards | ||
| Question 20 | 5 / 5 points | ||
The job specification takes the job description and answers which of these question?
Question options:
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| What traits and experiences are required to do this job well? |
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| When will the supervisor be completely satisfied with a worker's work? |
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| What are the four main activities of this job? |
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| What are the performance standards for this job? |
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